Following the 2020 pandemic, many workplaces allowed employees to work from home for at least a portion of the week. But these changes in structure can create challenges for employees who are unsure of how to resolve conflict.
Today, Corey Shader shares some tips on resolving conflict in a hybrid workplace.
Be Proactive
Start by ensuring that your team members are on the same page. Then, host a formal kickoff meeting where team members can meet and know each other. A hybrid workplace can achieve this in person, which can help team members interact without the screen barrier.
This is also an excellent time to clarify expectations and the team structure. Each person should understand their unique role and the team’s broader objective. Clarity now can help avoid problems later.
Create an Open Channel of Communication
Conflicts can arise when remote workers feel like they’re cut off from management and need to handle problems on their own. If you’re a manager, create an open line of communication between you and your team members.
Some workforces even rely on communication tools like Slack that let workers instant-message one another on their phones or computers, and this can also be an informal way for managers to check in with their teams.
Listen to Both Sides
When a complaint reaches your ears, don’t dismiss it, but don’t take sides. Instead, take time to listen to the offended party. Then, even if you can’t resolve the situation immediately, you can at least help them feel heard and understood.
If the conflict involves another employee, take time to listen to their feelings. Again, you’re not trying to resolve anything, gather facts and listen. In some cases, this might be enough to cool tempers and remind employees that they’re part of a larger team.
Host a Meeting
Unless this is a repeat offense, your best option will be to resolve the situation through the ordinary relationships of your team members. You might consider hosting a meeting between the employees experiencing conflict. Invite them to share their frustrations while encouraging them to connect those feelings to specific actions.
For example, prompt workers to make statements like: “When you don’t reply to my emails, I feel frustrated.” This allows your employees to express their emotions while identifying specific behaviors to correct.
If problems tend to recur, you might consider hosting a team meeting. You don’t need to identify employees in conflict, which could worsen the problem, but you can clarify objectives and expectations so the team can work together in the future.
Corey Shader: Entrepreneur and Consultant
Corey Shader has devoted himself to self-improvement and reaching his best throughout his lifetime. His experience includes consulting, investing, real estate, and founding companies such as Insurance Pipeline. Today, Corey assists startups and sits on the board of digital media and senior healthcare agencies.
